HRNV-Nov-2016

HR News & Views November, 2016

Editor’s note … Cover Story HR International

Dear Friends Skill v/s Talent… HR articles – Europe, US…
This edition focuses on some key
aspect of Skill and talent. Article Company Updates

One – One Latest happenings

Debabratta Dutta

SPECIAL STUDY
Developing Leaders

a study by RD Group

COVER STORY

Hiring has been a great dilemma SKILL V/S TALENT
for organizations. It has become
one of the most complex Human
Resources and high visibility and
high tangible function across
board. One way you have a
Quality / Competency metrics to
follow and the other hand you
have an available Talent pool.

Acceptance is Happiness Cover story

Dr Elizabeth Denley Advertisement

There is an interesting principle that I learnt from my spiritual Guide, Kamlesh D. Patel, about happiness. Articles
Here is what he says:
The Talk
The German philosopher Schopenhauer asked the question, “How can we determine whether a
man is happy or unhappy?” He defined true happiness as the complete satisfaction of all desires. HR International
You could say that the happiness of a person can be described mathematically as:
Update
Happiness = Number of desires fulfilled
Total number of desires

So if you have ten desires and five are fulfilled, you have fifty percent happiness. If ten are
fulfilled, you have one hundred percent happiness. The more desires you have, the harder it will
be to fulfil them all, and so the less happy you will be. Happiness is inversely related to numbers
of desires.

What happens when you have no desires at all? The denominator becomes zero. Anything you
divide by zero is infinity. If you have zero desires, your happiness will be limitless.

In this desire less state, we don't expect anything. (http://daaji.org/happiness/)

This was also an important theme in the Bhagavad Gita, where Lord Krishna explains to Arjuna that it all starts
with desires. When desires are fulfilled we are happy, but when they are not we are disappointed.
Disappointment leads to anger, which leads to loss of balance and mental equilibrium, and eventually we lose
our humanity.

So, how to prevent this sequence? The trick is always to reduce desires, so that we have infinite happiness,
which means we are happy under all circumstances, and accept life as it comes.

Imagine how it would be if everyone in your office was content, no matter what was going on day to day. There
would be no gossiping, no complaining, and no stress. Everyone would work together harmoniously and
productivity would soar. Employee retention problems would be a thing of the past.

It does not mean there are no differences of opinion, no turbulence, and no challenges. Instead it means that we
work with a situation rather than adding to the turbulence by reacting. We solve and evolve rather than react and
reject. We go with the flow instead of swimming upstream.

Does this seem like a pipe dream? Well it is not. But it does take some effort from our side, to change and to let
go of old habits and patterns of behaviour.

First, we have to want to accept and be happy, and that is already a huge step forward.

Second, we need some tools to help us change. The four core tools of Heartfulness are designed exactly for this
purpose. They teach us to:

Relax
Meditate with Yogic Transmission

Unwind with Yogic Cleaning
Connect with the Source Through the Heart

Relaxation comes first because most of us are tense or stressed and this affects us physically. Until we can let
go of the physical tensions and blocks, we will not be able to meditate comfortably. Relaxation takes just 5
minutes and has an immediate effect.

Cover story

Second comes meditation, where we first learn to regulate the mind to think about one thing and stop all its Advertisement
scattered wandering. We meditate on the Source of Light in the heart so that we can dive deeper and deeper into
the full spectrum of human consciousness, which can only happen through the heart. It is so effective because we Articles
are supported by Yogic Transmission.

Unwinding comes next, which is a practice done at the end of the working day to clean the mind and heart of all
the clutter we have accumulated – the stresses and strains, the emotions and thoughts, and the likes and dislikes.
It is the equivalent of taking a mental bath. Without it, we accumulate impressions like we do dirt on the body –
imagine not washing for years! Similarly, the mind and heart also need to be cleaned regularly to function well.

Finally comes the beauty of diving deep into the heart and connecting with your own Source through prayer. This
is not any sort of prayer, but the highest form of connection, without asking for anything. It is a very fine
evolutionary tool.

These four basic practices create the field for happiness. There is no need to believe it just because I am writing
about it; try it and see for yourself!

www.heartfulness.org
[email protected]

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Update

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Hiring Dilemma Cover story

Skill v/s Talent…

ArindamChakraborty Hiring has been a great dilemma for organizations. It has become one of Advertisement
the most complex Human Resources and high visibility and high
Director - Human tangible function across board.
Resources & Admin.
One way you have a Quality / Competency metrics to follow and the
other hand you have an available Talent pool. So the question is how we

marry the two together so that we don’t get into an early divorce.

BOLD

www.arichak.weebly.com

Organization Requirement …

Organizational hiring indicators are always based on certain key aspects. Business is always Articles
in need of people who can deliver at a quick pace. No doubt why that should not be an
expectation, however the reality is different and we all need to live and perform in a real world The Talk
scenario.

Most scenarios’ business strike for:

 Strong Knowledge
 100% tools match
 Get going in Day 1
 Contributes quickly

Is this realistic and how many times do we really achieve... or what is the HR International
probability of achieving this kind of an objective…

Traditional Approach … Update

Some of the key traditional approach has kept focusing on knowledge level competency for
people to be identified for positions within the organization. If we really map the kind of
competency level that we look for is far beyond what the existing set of people does possess.
But that’s how are we operating in the mind-set. If we need to hire then hire the best.

Cover story

The Changing Game … Advertisement

But the game is changing now. Many organizations are redefining the way they look at people and the way they Articles
hire not what they want to get things done but to create something new and different.
So key focus brings in a new paradigm:

Passion • Hire for Passion

Skills • Match right skills

Education / • Low on priority The Talk
Experience

Look at some of the leading professional across industries you will realize that if we sit down and articulate the HR International
right level of education, experience, and competency for those kind of roles they may never have been hired and
history would never get created.

Focus on the rights areas….

Identify spark that can trigger innovation …

Update

Outcomes Created … Cover story

What does these kinds of hires creates as an outcome is interesting to see and visualize: Advertisement

Traditional Approach New Paradigm Articles

• Adds headcount • Adds contributors The Talk
• Maintains staus quo • Increases benchmark levels
• Breeds medocricity • Drives peer groups
• Mostly will struggle to • Will mostly tend to

achieve complete overachieve deliverables
deliverables • Fast to respond to changes
• Vulnerable to change and • Define and bring in Thought
adpating to new nuances
• Avoids posing challenge to leadership
competition • Creates a strong challenge

for competitors

Organizations are built by People, not Machines… HR International

SO LET’S IDENTIFY AND REDEFINE THE “BEST”
TERMINOLOGY THAT WORKS ….

Update

Cover story Advertisement Articles The Talk HR International Update

www.rdassociatesindia.com

Cover story Advertisement Articles The Talk HR International Update

DEVELOPING LEADERS
a study by RD Group

Cover story Advertisement Articles The Talk HR International Update

Cover story Advertisement Articles The Talk HR International Update

One to One Cover story

Dr.A. Narasima Venkatesh Advertisement
Senior Assistant Professor –Human Resources
Articles
R.V. Institute of Management , Bangalore
The Talk
How do you see the changing role of HR from what it was a few years ago
Time has come for HR Leaders or Managers to quickly adapt and transform organizations by formulating HR International
appropriate HR policies considering the rapid technological advances in the work place. Today, undoubtedly, the
workforce is experiencing a drastic transformation due to number of technological advances like SMAC (Social, Update
Mobile, Analytics and Cloud), evolution of modern robotics, Artificial Intelligence, advanced sensor technologies
etc., and these technological advancements are exponentially changing the way the HR functions are being
performed today. Hence, there is a pressing need for HR to engage digitally with all the stakeholders like
suppliers, customers, partners at various levels in addition to employees in the workplace.
What is the key focus for HR under such a dynamic operating market conditions
Personally, I strongly believe that key focus for HR today is digital revolution and its consequences in the
workplace under dynamic operating market conditions. If the HR is able to capitalize well on this digital revolution
in the work place, it certainly has a greater opportunity to transform an organization. However, HR leaders need to
offer considerable commitment and should take lead by formulating proactive approaches.
What are some of the biggest challenges you see HR facing in the industry?
Presently, I see the following areas as biggest challenges HR facing in the industry:

1. Attraction, Recruitment and Retention of Talent
2. Employee Engagement through innovative strategies
3. Effective management of emergence of Social Media in the workplace
4. Formulating cutting-edge policies related to BYOD ( Bring Your Own Device) yet offering easy and secure

access to business resources
5. Formulating effective leadership and management practices for managing virtual workplaces
6. Embracing industrial automation with the help of modern robotics and artificial intelligence yet creating

new employment opportunities or protecting existing employees in the workplace.

How do you handle the challenge of managing increasing employee expectations across the industry. Cover story
I would give greater importance to the following areas in order to manage increasing employee expectations
across industry: Advertisement

1. Providing high degree of freedom and empowerment to employees at work Articles
2. Bridging the technological divide in a way that provides an opportunity for millennial to shine and
The Talk
senior workers to learn and grow
3. Building Trust among all employees by walking the talk HR International
4. Building an organization culture which encourages sense of belongingness to all the employees who
Update
work in the organization
5. Following Transparency in workplace communications and avoiding politicking/favaourtism
6. Goal/Role clarity and clear communication about expected performance levels
7. Creating and sustaining a workplace environment which supports all employees’ in their work and

growth.
8. Designing Customized and Meaningful Career paths
9. Provision for Competitive Compensations across employee levels matching industry standards
10. Developing people skills in line managers

What are some of the good ways for HR to build rapport and influence business decisions for the CEO.
Following are some of the ways HR can build rapport and influence business decisions for the CEO:

1. Creating value in an organization and checking whether the value created have a direct impact on
quantifiable business objectives

2. Developing credibility with line leaders

3. Offering effective and reliable solutions to business problems through HR Analytics, BIG Data,
Predictive Analytics

4. Acting as effective change agents by providing meaningful contributions towards strategy, business
models, and innovations in workplace.

5. Matching Talent management strategies with overall organizational strategies

What will be your words of wisdom to an upcoming budding HR professional.
Always develop one HR Specialty which makes you unique and sets you apart from the rest of the pack even if
you choose to be a generalist and try to have right mentor(s) to grow in your career ladder.

One to One Cover story

Sanjay Sinha Advertisement
Credence Management Services (P) Ltd
Articles
Director
The Talk
How do you see the changing role of HR from what it was a few years ago
HR International
The role Human Resource has seen significant changing both in terms of Organization expectation and their own
capabilities to handle changing business demands amidst uncertainties. Update

To me, HR professionals need to be more proactive business partner, focus on value added services leveraging
Technology enabled HR solutions and exploit Social media platform for training, employee engagement and
organization development.

Creating a sustained and value based Organization will be the key differentiator.

What is the key focus for HR under such a dynamic operating market conditions

In the VUCA world, the key focus areas will be on sustained capability building focusing on creating leadership
pipeline underlining their ability to adapt and also other repertoire of abilities including their strong sense of
“’Perceptual Annuity”” i.e. the ability to see changes coming before anyone else does it.
The only four things happen naturally— friction, manipulation, confusion, and under performance. Everything else
requires leadership and hence, requires huge attention.
On Organizational perspective, HR must create a higher value in the workplace – addressing the expectations,
aspirations, and needs of different generation of employees with varying lifestyle and its demand and always
eager- to –know -new –things- be -ahead –of- others attitude.

What are some of the biggest challenges you see HR facing in the industry.

The biggest challenge is to create a sustain organization frame around strong core values and culture that could
attract the best Talents who are aligned to the organizational culture. The people working for the organization
should take pride in being a part of organizational objective and take ownership of their roles and responsibilities.

Retaining and rewarding the Talent and developing new set of leadership are some of other challenges faced by
HR. Today, Employee too chooses their Employer!

How do you handle the challenge of managing increasing employee expectations across the industry.

Make your employee Workpreneur i.e. make them wanting for new skill upgradation, new role and assignments,
get themselves challenged, and importantly, a visionary. Leaders and the Line Managers need to see this and
address while being part of this process, thereby enhancing EVP (Employee Value Proposition). This is certainly
to be supported by a robust reward recognition mechanism emphasizing on creating road map for their next
steps.
Building up an ‘’Inclusive workplace’’ where fairness, respect, equality and dignity are promoted aligned with
organizational goal and its core values.

What are some of the good ways for HR to build rapport and influence business decisions for the CEO? Cover story

This requires HR to be a good strategic thinker with robust HR and Business knowledge, enterprising spirit, good Advertisement
communication skill, and gumption to lead changes while mitigating associated risk and liabilities of Human
Resources. Keep updating on current and future HR issues and challenges, forecast problems and proactively
work to resolve. This also entails CEO to trust HR manager , and respect their contribution.

What will be your words of wisdom to an upcoming budding HR professional?

My take on word of wisdom; : You need to be Hi Tech ( Technical ability) and Hi-Touch ( Behavior and attitude)
HR professionals with enterprising bend of mind ( Business oriented) . HR professional should be able to
implement best HR practices build around modern technology, modern measurement techniques, and modern
processes suiting your business needs.

Articles

The Talk

HR International

Update

HR International… Cover story

HR in Europe

In this column, I hope to share with Advertisement
you some aspects on HR
Paul Strange, professionals in Europe.
HR Consultant

European HR ways… Articles

EMPLOYER BRANDING IN SMES Our performance management approach would help The Talk
them develop responsibilities within the role they had,
Speaking to a young company about recruitment and rather than move them from one fixed role to another. It HR International
employee branding recently, appealed to the type of people we liked to hire, and it
I was reminded me of a few early successes in my own worked in most cases. Update
career when I was working in SMEs.
The fashion retailer was applying similar principles to
This company, in fashion retailing, have a strong social media, and was developing a distinctive
customer brand but were looking for a different employer brand through mediums such as Linkedin.
approach for their employee brand which would be They were also using their own employees to build
based on company values such as Better, Proud, and momentum in hiring new talent. Their employees were
Appreciative. used much more in recruitment than I have seen in
other companies – as role models and champions.
When I was a graduate recruitment manager, I had a
big challenge to create a brand for an employer which Social media gives an employer much more control
hired many graduates into our industry sector. For over their employee brand in the job market place,
every one we hired, we rejected 20 plus applicants. I though many do not seem to realise this. This was one
reminded all involved that it was the impression we left company waking up to that fact, and I was pleased to
with the ones we rejected that would affect our know them.
reputation as an employer in this sector. It helped me
get a bigger budget, and to improve the whole selection TALENT HOTSPOTS
cycle.
I was recently asked what would be the hotspots for
Later, I was working for a growing electronics company talent development and acquisition would be next year.
- moving so fast that it was hard to describe future It is a frequent question. Briefly, here is my reply.
career paths to prospective hires. I turned this to our
advantage by telling them that they would have a
chance to grow the responsibilities in the present job
opportunity I was describing, and that it was not a fixed
role.

I think the hotspots for next year will be about talent markets – in particular the availability and mobility of talent Cover story
across country borders. This is a particular topic in Europe, as not countries allow freedom of movement.
Another topic will be investing in talent. Markets continue to be short of skills and experience, and larger Advertisement
employers are finding it more difficult to develop people. How can candidates develop themselves if their
employers are not doing so? Articles

A final topic is the gig economy - an emerging topic this year. How do we access it? How do we identify The Talk
resources and match it to work demands? Is this outside HR all together?
HR International
BELGIUM – TEMPORARY EMPLOYMENT SECTOR BEGINS USING ELECTRONIC CONTRACTS
Update
Federgon, the Belgian Federation of Staffing Agencies, has developed a platform that now allows temporary
employment contracts to be signed electronically.

Eventually, the temporary contract paper will disappear completely, according to Federgon. The federation
states that electronic temporary contracts are an important step towards the democratization of digitisation and it
benefits both temporary workers as well as temporary businesses.

With a personal password for the entire sector, the temporary worker can not only sign their electronic
employment contracts. The platform also lists of all of the labour contracts and employers the temporary worker
has worked with.

For temporary work agencies, electronic contracts mean a lot less paperwork. A 'timestamp' that records
precisely the date and time of sending and signing the contract, legal certainty is much greater for all parties.

CZECH COMPANY USES NEW TECHNOLOGY TO HIRE NEW TECHNOLOGISTS.

I liked the story from the Czech Republic on an innovative way to hire scarce technology developers. The city of
Brno is a tech hub for many digital companies, and online travel firm Kiwi.com needed new talent. Knowing that
other companies were laying off staff, they came up with an innovative advertising gimmick.

They hired a small fleet of drones, and flew them past the office windows of these other companies, trailing signs
with the message ‘We Need Smart People – Join Kiwi.com’ attached.

“We wanted to dramatically show that at Kiwi.com we foster an environment in which clever people will thrive,
and that we are looking for the brightest new talent in technology.”, said their Head of HR.

WHY DID THOUSANDS OF ICELANDIC EMPLOYEES LEAVE WORK AT 2.38PM?

This was headline that caught my eye. One Monday in October, thousands of Icelandic women left their
workplaces at this time and congregated in the main square in Reykjavik, Iceland’s capital, to make a protest.

Why 2:38pm?

The time was significant – they cut their typical nine to five workdays by precisely two hours and 22 minutes,
equivalent to around 30%. They were making the point that if they were men, they would have earned the
female wage by that time. Iceland leads the world in gender gap statistics, and their passion for this subject is
demonstrated by their protests to narrow this gap even further.

Many Western Europe countries feature well in World Economic Forum annual statistics on gender gap in their
societies.

Company Updates Cover story

Indian most confident about jobs, finances in Q3: Nielsen Advertisement

Indians were the most confident globally when it came to job prospects, personal finances and immediate spending Articles
intentions in the third quarter of 2016, according to global performance management company Nielsen. "The Consumer
Confidence Index score for India in Q3, 2016 has climbed five points to 133 from 128 in the previous quarter to reclaim the The Talk
top spot on the global index. This is a bounce back to the same levels of optimism seen in Q1, 2016. Following India are
Philippines and Indonesia with scores of 132 and 122, respectively," Nielsen said in a statement. The Nielsen Consumer HR International
Confidence Index measured perceptions of local job prospects, personal finances and immediate spending intentions in 63
countries. Consumer confidence levels above and below a baseline of 100 indicate degrees of optimism and pessimism, Update
respectively. "The latest score for India is the highest historically for the quarter, and reiterates renewed optimism levels as
well...The positive sentiment is helped by delayed but good monsoons, controlled inflation, positive economic outlook and
onset of the festive season," Nielsen President-South Asia Mr. PrasunBasu said. As per the report, sentiment levels of
Indian on personal finances have gone up by six percentage points to 84 per cent this quarter (78 per cent in the second
quarter of 2016). Over two in five (81 per cent) respondents indicate optimism over job prospects, up by two percentage
points from last quarter. Recessionary sentiment is lower by four percentage points when compared to the same quarter last
year (50 per cent now, versus 54 per cent in third quarter of 2015). However, job security (17 per cent) continues to be the
'biggest concern'. This quarter 'terrorism' follows as the biggest concern among 10 per cent of the respondents - up five
points from last quarter (5 per cent in second quarter of 2016). Source : Firstpost.com

Flipkart, Paytm, OlaCabs and Snapdeal not seen at IITs for recruitment drive

In a major blow to the Indian Institutes of Technology (IITs) recruitment via the startup route have seen a major fall by as
much as 50 percent. Ecommerce giants such as Flipkart, Paytm, OlaCabs and Snapdeal have not yet signed for campus
recruitment at any of the IITs. This does not reflect the overall picture as the pre-placement offers have already seen a rise
by 25-30 percent over last year. As many as 31 firms were earlier barred by the IITs which includes Grofers, baby clothing
website Hopscotch, Portea Medical and a plethora of other start-ups from participating in their placement drives for making
last minute changes to the salary package and terms of employment. It was found out by the All IIT Placement Committee
that around 135 students were affected as a result of the actions taken by these companies. Several start-ups are being
screened by placement teams before they are allowed to visit the tech campuses. At IIT-Madras, 54 startups have registered
which was 98 last year. At IIT-Bombay, there are fewer startups among companies that have listed to recruit. “We are
screening the companies that want to recruit from our campus,” said a placement team member of IIT-Kanpur. “Their
funding, cash flow and the year of founding, essentially their stability, is what we are checking,” he added. From the Roorkee
campus, 52 startups had recruited last year; this year, only 35 registered. “There is a significant decrease in the number of
startups that have registered for placement drives this year due to funds crunch and other market issues,” said placement
head Mr. N P Padhy. Source : Financialexpress.com

Twitter India in turmoil as executives depart, ZipDial bet unravels

The India business of Twitter Inc. is in disarray after the abrupt departures of six senior executives and the failure of ZipDial,
the $35 million acquisition that was meant to drive the social network’s growth in the country, but was junked by chief
executive Mr. Jack Dorsey, three people familiar with the matter said. Apart from Mr. Rishi Jaitly and Mr. Parminder Singh,
whose exits were confirmed by Twitter, four other senior executives at Twitter India have left: ZipDial co-founders Ms.
Valerie Wagoner and Mr. Amiya Pathak; Mr. Gaurav Agrawal (head of growth operations); and Mr. Nandu Madhava (director
of growth). Mr. Agrawal and Mr. Madhava also joined Twitter when it bought ZipDial, a marketing platform, in January 2015.
Mr. Jaitly was vice-president of media for Twitter’s Asia-Pacific, Middle East and North Africa markets while Mr. Singh was
managing director for India, South-East Asia, Middle East and North Africa. Ms. Maya Hari will now take over as managing
director of India and South-East Asia as part of a bigger restructuring of Twitter’s Asia business. These exits and the
diminished importance of India as a market for Twitter are by-products of its troubles in its home market, the US, and the
increasing investor pressure to cut costs. Twitter, which tried to sell itself but had to end that process last month after it
couldn’t find a buyer, has now put its Asia business on the back-burner, according to the three people cited above. Twitter
wants to first fix its business in the US, these people said. The microblogging platform is popular with many of its 317 million
users across the world but it is struggling to increase its user base and attract advertisers as many young people prefer
spending time on rival platforms such as Facebook and Snapchat. Source : Livemint.com

Wipro appoints Mr. Gilles Grange as Regional Head of France operations Cover story

IT Company Wipro has appointed Mr. Gilles Grange as regional head of its operations in France. In his new role, Mr. Gilles Advertisement
will be responsible for strengthening Wipro’s presence in France by pursuing new business opportunities and growing its
visibility in the region, the company said. He will be based in Paris and report to Mr. Christophe Martinoli, Vice President and Articles
Head of Continental Europe. “France is a key focus area for Wipro and we expect to significantly expand our market share in
the region,” Mr. Martinoli said. Mr. Grange has over 20 years of professional IT experience and joined Wipro in 2009. In the The Talk
past seven years, he has assumed various roles including head of infrastructure management, global client partner and
head of financial services and insurance business for Wipro in Continental Europe. Source : Thehindubusinessline.com HR International

Abrupt rise in the Pre-Placement offers are likely to boost IIT recruitments this year Update

Spotting a rapid surge in the Pre-Placement Offers (PPO) this year, students of IITs are also anticipating a growth in
placements. Compared to last year, the PPOs for IITs have increased by 25-30 PCT, indicating that the companies are
looking forward to hire more students through internships. PPOs are offered by the companies with an aim to grab deserving
candidates before the final placements. "We were a little apprehensive earlier about the job market, but seeing the trend in
PPOs this year we certainly see positivity in the overall job market," said Mr. NP Padhy, Professor In-Charge of Placement,
IIT Roorkee. Considering the current situation in IIT-Roorkee, companies such as Vodafone, American Express India, and
Capital One Financial Services, Accenture and Visa have already hired students through the PPO route. According to Mr.
NP Padhy, about 300 companies are expected to sign up on IIT campus for the final recruitment process. The numbers are
high in IIT-Bombay as well, with 125 companies already signed up for hiring students through the PPO route. Also, IIT-BHU
sighted a rise of about 32 PCT in PPOs, with last year’s 72 to 94 this year. Furthermore, IIT-Kharagpur has also received
150 PPOs and expects to reach last year’s count of 170. While start-ups are also vying for more talent in the field of
engineering, there will be a tough competition in the final placement season. Final recruitment at the IIT campus will begin
from 1st December, expecting around 250 companies seeking talent, and about 1,950 students preparing for the season of
opportunity. Source : Jobs.siliconindia.com

Capillary Technologies appoints Mr. Soumajit Bhowmik as Director of e-commerce

Omni-channel Engagement and Commerce Platform solutions company Capillary has announced the appointment of Mr.
Soumajit Bhowmik as Director of e-commerce. In his new role, Mr. Bhowmik will assume the responsibility of working
towards creating integrated ecommerce solutions for clients ranging from CRM to Ecommerce platform to extensive Digital
Marketing with measurable KPIs, to support every stage of customer lifecycle - acquisition, activation, and reactivation and
win back. He will also be driving Capillary's attempts to move the ecommerce business from a platform play to an ROI play
model. Prior to joining Capillary Technologies, he served as the Head of Marketing at Jabong.com, managing the e-
commerce portal's complete performance marketing suite. During his stint, Jabong became Gross Profitable in May 2016,
and saw massive improvements in performance metrics. An entrepreneur at heart, passionate about creative designing and
digital marketing, Mr. Bhowmik started a few startups soon after graduating from college, including the Indian and Kuwait
branches of sCubes Inc, AdWize, an experiential digital marketing and branding solutions company and few web startups
like RowdyAuto.in, FundorasBox, etc. "I am extremely excited to join Capillary Technologies. The company today is a market
leader in Omni-channel customer engagement and commerce space and being an agile and innovation driven company with
the startup DNA still at its very core, Capillary is all set to ride the growth matrix in the coming times," said Director of E-
commerce Capillary Technologies, Mr. Soumajit Bhowmik. Source : Business-standard.com

Flipkart's salary rejig makes employees jittery

Flipkart, India’s largest e-commerce firm, is seeing mid- and senior-level executives look out for greener pastures after the
company began rationalising salaries by converting part of their variable pay to employees’ stock options (ESOPs).
Headhunters say they have been getting calls from several executives at Flipkart for better jobs since the exercise began in
September, in which as much as 40% of their variable pay was converted into stocks. “Flipkart is cutting salaries and has
offered stocks instead. However, while the stocks offered are at a valuation of $15 billion, the actual valuation of the
company will be only $7-8 billion,” said Kris Laxmikant, chairman and managing director of The Head Hunters, a Bengaluru-
based executive search firm. “Due to this, a lot of employees who are in the mid- and upper mid-level management roles
such as vice-president and assistant vice-president want to move out.” Since mid-last year, Flipkart's value has eroded by a
third from a peak of $15.2 billion to as low as $9 billion following several investor markdowns. The markdowns coincided with
losing ground due to a series of missteps, including splurging cash they raised from investors on high salaries, extravagant
offices and discounts to customers without engaging them. At the same time, its global rival Amazon stepped up its business
in India, committing $5 billion to capture the local e-commerce market. Jaspreet Sethi, co-founder and operating head at
YoStartups, which has helped companies such as Ah! Ventures and Taxi For Sure to help build their teams, says Flipkart did
the whole hiring process the wrong way, which has led to people looking out after it failed to meet expectations. “If you look
at the history of Flipkart, for a long time their recruitment and HR activities were handled by the chief product manager. Now,
these people did not have the understanding of HR activities and would offer people a lot of money,” said Sethi. “Senior guys
such as Puneet Soni have quit because they come from companies like Google where there is a very strong work culture,
which Flipkart failed to build.” Source : Business-standard.com

Paytm appoints ex-Times Internet executive Mr. Deepak Abbot as Senior VP Cover story

India's largest mobile payment and commerce platform Paytm has announced the appointment of Mr. Deepak Abbot as its Advertisement
Senior Vice President - Growth Marketing. Previously, Mr. Abbot was working with Times Internet as the head of mobile
growth. With over 17 years of work experience in growth hacking, mobile marketing and data analytics, he has also worked Articles
as the Chief Product Officer at Reliance Entertainment Digital, General Product Manager at Zapak, UX Consultant at
Satyam Computers and Product executive at CyberMedia. "I am very happy to see Mr. Deepak Abbot back in Paytm. We The Talk
are in the next phase of our growth, and his skills and expertise will be instrumental to our efforts of reaching half a billion
users by 2020," said Founder and CEO of Paytm, Mr. Vijay Shekhar Sharma. "It feels great to be a part of Paytm again. HR International
This is one of the most exciting phases in the organization's growth curve," said Mr. Abbot about his appointment. "Paytm
has aggressive plans to expand its business and I am looking forward to contributing towards the same with my growth
marketing efforts," added Mr. Sharma. Paytm has been strengthening its product and tech teams by hiring top talent in
leadership positions such as former Reserve Bank of India executive Mr. Shinjini Kumar as the chief executive of its
payment bank and former Citigroup executive Mr. Madhur Deora as the Chief Financial Officer. Source : Business-
standard.com

OYO Rooms appoints Mr. Anil Goel as Chief Technology Officer

Hotels start-up OYO Rooms has appointed Amazon India’s Mr. Anil Goel as its chief technology officer (CTO). Mr. Goel,
who has 20 years of experience in technology infrastructure, served as the head of technology for customer returns and
reverse logistics at Amazon India in Hyderabad for three years. Prior to this, he was the chief technology officer of Hike
Messenger. “Mr. Anil Goel’s leadership, vast knowledge and diverse experience will provide added heft to the overall
technology drive required in scaling up to meet and deliver the next phase of expansion at OYO,” said Mr. Ritesh Agarwal,
founder and chief executive officer at OYO, in a statement. Mr. Goel will be responsible for driving the technology strategy
at OYO alongside leading its research and development teams, the company said. “The complexities in delivering end-to-
end stay solutions for guests and innovative and intuitive partner-management-systems along with the strong reliance on
Tech to drive business, makes this a great opportunity to contribute to OYO’s future growth and evolution. I look forward to
working with OYO’s vibrant and talented teams,” said Mr. Goel in a statement. The move comes at a time when OYO is
moving fast to retain its hold on the budget hotels market after the merger of MakeMyTrip and Ibibo Group, two large travel
and hotels service providers. OYO’s properties are not listed on the platforms of both these aggregators. Source : 07-11-16

Livemint.com Compiled by www.naukri.com

Mr. Nainesh Jaisingh is the new Head of Standard Chartered’s private equity unit

Standard Chartered has named Mr. Nainesh Jaisingh the new head of its private equity unit, even as the Asia-focused
bank looks to reduce its private investments exposure over the next few years, said a person with direct knowledge of the
matter. Mr. Jaisingh, currently the global co-head of Standard Chartered private equity, will take over the new role from Mr.
Joseph Stevens. Standard Chartered's private equity unit, which manages about $5 billion in investments, is looking to
reduce its total exposure over the next few years as part of CEO Mr. Bill Winters' push to exit from areas not critical for the
bank, said the person . Source : Businessinsider.in

Mr. S Ramadorai resigns as Chairman of NSDC & NSDA

Even as the boardroom coup to remove Mr. Cyrus Mistry as Tata Sons Chairman continues to invite reactions from
industry and media, former Tata Consultancy Services vice-chairman Mr. S Ramadorai has resigned as the chief of
National Skill Development Corporation (NSDC) and National Skill Development Agency (NSDA). Mr. Ramadorai was
appointed Chairman of NSDC in May 2013 with Cabinet rank and is likely to have resigned from the NSDC top job in mid-
October. Vice-chairman Mr. Rohit Nandan will discharge duties at NSDC and NSDA till a new chairman is appointed. Mr.
Ramadorai is also the Chairman of Tata Institute of Social Sciences, AirAsia India and BSE. The veteran also served as
the Chief Executive Officer of Tata Consultancy Services between 1996 and 2009. Thereafter, he was appointed Vice-
chairman at TCS and continued to hold the post till October 2014. Source : Moneycontrol.com

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